Each day the global economic results set new record lows, market by market. The unemployment figures rise at the same time. Whether I am chasing consulting business or a "permanent" role in a corporate enterprise, I adjust my expectations to the market. Fact of life. During a recession, everything must change.
What amazes me is how many "Sales Prevention" questions I am asked by recruiters and hiring managers who are seeking a perfect local "FIT.". My age. My family situation, My real estate assets in Singapore and USA. None of these questions have anything to do with my ability to provide the very best sales and service to customers anywhere, anytime. It is time wasted in finding out about the business plan of the firm and how I can add real value from day one of the engagement or my hiring into the firm.
Yet, local recruiters and hiring managers tell me its all about "FIT". In the USA those questions are illegal. The so-called "Fit" questions are really nothing more than "Sales Prevention" questions". If you fill your head count based on those questions, your enterprise will be bound to fail at meeting its performance/sales goals, globally or regionally.
Local government and business leaders acknowledge an over-reliance on trade from the EU, USA, and Australia, and point toward new markets that are regional in nature. To make that change, recruiters and hiring managers will need to be more tolerant and inclusive of expats (including regional expats) to move beyond local "FIT" questions and to rid the office of "Sales Prevention" techniques.
The recruitment process here is handicapping itself using its "FIT" profiling rather than real accomplishments of each candidate. To imagine that 20 to 30% of annual salary is paid to the agency by the hiring manager for this "service".
If you do what you did, you will get what you got....
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